PROVINCIAL OFFICES OF THE CCMA

Transcription

1 Labour Relations Act 1995 Sections 133, 135,191(1) and 191(5A) PART A REFERRING A DISPUTE TO THE CCMA FOR CONCILIATION (INCLUDING CON-ARB) READ THIS FIRST PROVINCIAL OFFICES OF THE CCMA WHAT IS THE PURPOSE OF THIS FORM? This form enables a person or organisation to refer a dispute to the CCMA for conciliation and con-arb. WHO FILLS IN THIS FORM? Employer, employee, union or employers organisation. WHERE DOES THIS FORM GO? The Registrar, Provincial Office of the CCMA in the province where the dispute arose. See details on this page WHAT WILL HAPPEN WHEN THIS FORM IS SUBMITTED? When you refer the dispute to the CCMA, it will appoint a commissioner who must attempt to resolve the dispute within 30 days. OTHER INSTITUTIONS Please note that if you are covered by a bargaining council, a statutory council or an accredited agency you may have to take the dispute to that council or agency. You may also need to deal with the dispute in terms of a private procedure if one applies. If in doubt contact the CCMA for assistance. FURTHER INSTRUCTIONS A copy of this form must be served on the other party. Proof that a copy of this form has been served on the other party must be supplied by attaching: A copy of a registered slip from the Post Office; A copy of a signed receipt if hand delivered; A signed statement confirming service by the person delivering the form; A copy of a fax confirmation slip; or Any other satisfactory proof of service. CCMA EASTERN CAPE East London 6 Oxford Street EAST LONDON Private Bag X9068, EAST LONDON, 5200 Tel: (043) Fax: (043) PE@ccma.org.za CCMA EASTERN CAPE Port Elizabeth CCMA House, 107 Govan Mbeki Avenue PORT ELIZABETH Private Bag X22500, PORT ELIZABETH, 6000 Tel: (041) Fax: (041) PE@ccma.org.za CCMA FREE STATE CCMA House, Cnr Elizabeth & Westburger Streets BLOEMFONTEIN Private Bag X20705, BLOEMFONTEIN, 9300 Tel: (051) Fax: (051) /9 BLM@ccma.org.za CCMA GAUTENG Johannesburg Regional Office 127 Fox Street JOHANNESBURG Private Bag X94, MARSHALLTOWN, 2107 Tel: (011) Fax: (011) / 02/03/04/05 / Johannesburg@ccma.org.za CCMA GAUTENG Tshwane (Pretoria) Metro Park Building, 351 Schoeman Street PRETORIA Private Bag X176, PRETORIA, 0001 Tel: (012) Fax: (012) /2 Pretoria@ccma.org.za CCMA KWAZULU-NATAL Durban Embassy Building, 199 Smith Street DURBAN Private Bag X54363, DURBAN, 4000 Tel: (031) Fax: (031) / 7407 CCMA KWAZULU-NATAL Pietermaritzburg Gallwey House, Gallwey Lane PIETERMARITZBURG PO Box 72, PIETERMARITZBURG, 3200 Tel: (033) / 9271 Fax: (033) CCMA KWAZULU-NATAL Richards Bay First Floor, Promenade Building, Cnr Tassel Berry & Lira Link Streets RICHARDS BAY Private Bag X1026, RICHARDS BAY, 3900 Tel: (035) Fax: (035) CCMA LIMPOPO CCMA House, 104 Hans van Rensburg Street POLOKWANE Private Bag X9512, POLOKWANE, 0700 Tel: (015) Fax: (015) PTB@ccma.org.za CCMA MPUMALANGA CCMA House, Diedericks Street WITBANK Private Bag X7290, WITBANK, 1035 Tel: (013) Fax: (013) /6 WTB@ccma.org.za CCMA NORTHERN CAPE CCMA House, 5-13 Compound Street KIMBERLEY Private Bag X6100, KIMBERLEY, 8300 Tel: (053) Fax: (053) KMB@ccma.org.za CCMA NORTH WEST - Klerksdorp CCMA House, 47 Siddle Street KLERKSDORP Private Bag X5004, KLERKSDORP, 2570 Tel: (018) Fax: (018) KDP@ccma.org.za CCMA NORTH WEST - Rustenburg Shop SG7 11B, Boom Street RUSTENBURG Private Bag X82104, RUSTENBURG, 0300 Tel: To be confirmed Fax: (014) To be confirmed CCMA WESTERN CAPE CCMA House, 78 Darling Street CAPE TOWN Private Bag X9167, CAPE TOWN, 8000 Tel: (021) Fax: (021) /7 CTN@ccma.org.za

2 READ THIS FIRST 1. DETAILS OF PARTY REFERRING THE DISPUTE Page 2 of 5 pages As the referring party, are you: An employee An employer A trade union An employer s organization The name of the employee or an employer that is referring the dispute must be filled in (a). If there is more than one employee to the dispute and the referring party is not a trade union, then each employee must supply their personal details and signature on a separate page, which must be attached to this form. These alternate contact details should be of a union official or representative, a relative or a friend. The name of the trade union or employers organisation that is referring the dispute or assisting a member to refer a dispute must be filled in (b). OTHER PARTIES If more than one party is referring the dispute or if the dispute is referred against more than one party, write down the additional names and particulars on a separate page and attach to this form. (a) Name of the party if the referring party is an employee or employer Name: ID Number: Postal Address: Postal Code:. Tel:.Cell:.... Fax:. .. Alternate contact details of employee: Name:.... Postal Address: Postal Code:.. Tel:..Cell:... Fax:. .. (b) Name of the referring party if the referring party is an employer s organisation or trade union, or if the employer s organisation is assisting a member to the dispute Name: Postal Address:......Postal Code:.. Tel:....Cell:.. Fax: DETAILS OF THE OTHER PARTY (PARTY WITH WHOM YOU ARE IN DISPUTE) The other party is: An employee A trade union An employer An employer s organisation Name:..... Postal Address:.....Postal Code:. Tel:..Cell:.. Fax:. .. Please turn over

3 3. NATURE OF THE DISPUTE Page 3 of 5 pages What is the dispute about (tick only one box)? If the dispute concerns dismissals, also complete Part B (See Page 5) Unfair dismissal Unfair Labour Practice (Give details) Refusal to Bargain Organisational Rights Mutual Interest S80 BCEA Unilateral change to terms and conditions of employment Severance pay S41 BCEA Unfair Discrimination S10 of the Employment Equity Act (Give details) Interpretation/ Application of Collective Agreement Freedom of Association Disclosure of Information S19 Skills Development Act Unfair Labour Practice (probation) Other (please describe) This section must be completed! If necessary write the details on a separate page and attach to this form UNFAIR LABOUR PRACTICE If the dispute(s) concerns an unfair labour practice the dispute must be referred (ie. received by the CCMA) within 90 days of the act or omission which gave rise to the unfair labour practice. If more than 90 days has elapsed you are required to apply for condonation. Summarise the facts of the dispute you are referring: DATE DISPUTE AROSE The dispute arose on: The dispute arose where: (give the date, day, month and year) (give the city/town in which the dispute) If the dispute concerns a dismissal the date inserted here must be the same as that set out in Item 2 of Part B. 5. DETAILS OF DISPUTE PROCEDURES FOLLOWED Have you followed all internal grievance / disciplinary procedures before coming to the CCMA? YES NO Describe the procedures followed: 6. RESULT OF CONCILIATION What outcome do you require?. Please turn over

4 7. SECTOR Page 4 of 5 pages Indicate the sector or service in which the dispute arose. Retail sector Mining Motor Private Security Paper & Printing Services Public Service Health Chemical Distribution Food & Beverage Agriculture Wholesale Building & Construction Contract Cleaning Domestic Other (please describe). 8. INTERPRETATION SERVICES Do you require an interpreter at the conciliation / con-arb? If yes, please indicate for what language: YES NO Parties may, at their own cost, bring interpreters for languages other than the official South African languages. Please indicate this under other. Special features might be the urgency of the matter, the large number of people involved, important legal or labour issues etc. Only fill this in if this is a dispute about unilateral change to terms and conditions of employment. Afrikaans isindebele isizulu isixhosa Sepedi Sesotho Setswana siswati Tshivenda Xitsonga Other (please indicate).. 9. SPECIAL FEATURES / ADDITIONAL INFORMATION Briefly outline any special features / additional information the CCMA needs to note: Dispute about unilateral change to terms and conditions of employment (s64 (4)) I/we require that the employer party not implement unilaterally the proposed changes that led to this dispute for 30 days, or that it restore the terms and conditions of employment that applied before the change. Signed:. (Employee party referring the dispute) The con-arb process involves arbitration being held immediately after the conciliation if the dispute remains unresolved. Only fill this in if you object to the arbitration commencing immediately after conciliation. An objection cannot be made in disputes relating to probation. 11. OBJECTION TO CON-ARB PROCESS I/we object to the arbitration commencing immediately after the conciliation in terms of Section 191(5A)(c). Signed:.. If the employer objects to the arbitration commencing immediately after the conciliation the employer must submit a written notice in terms of CCMA Rule 17(2) at least 7 days prior to the scheduled date of the conciliation. The employer must attend the conciliation regardless of whether it makes this objection. 12. CONFIRMATION OF ABOVE DETAILS Signature of party referring the dispute:.... Signed at on this. (place) (date)

5 Page 5 of 5 pages Section 135 Labour Relations Act 1995 Section 191(5A) PART B ADDITIONAL FORM FOR DISMISSAL DISPUTES ONLY DATE OF REFERRAL Dismissal disputes must be referred (i.e. received by the CCMA) within 30 days of dismissal or, if it is a later date, within 30 days of the employer making a final decision to dismiss or to uphold the dismissal. If more than 30 days has elapsed since the date of your dismissal, you are required to apply for condonation. 1. COMMENCEMENT OF EMPLOYMENT When did you start working at the company?.. 2. NOTICE OF DISMISSAL When were you dismissed (date)? How were you informed of your dismissal? In writing Orally Other (please describe). 3. REASON FOR DISMISSAL Why were you dismissed? Misconduct Operational Requirements (Retrenchment) Incapacity Unknown Constructive Other (please describe).. 4. WAS THE DISMISSAL RELATED TO PROBATION Yes NO 5. FAIRNESS/UNFAIRNESS OF DISMISSAL a. Procedural Issues If necessary write the details on a separate page and attach to this form. Was the dismissal procedurally unfair? YES NO If yes, why?. b. Substantive Issues Was the reason for the dismissal unfair? YES NO If yes, why